Who We Are:
Fermilab is America’s premier laboratory for particle physics and accelerator research, funded by the U.S. Department of Energy. We support discovery science experiments in Illinois as well as other locations around the world including; deep underground mines in South Dakota and Canada, mountaintops in Arizona and Chile, and additionally the South Pole.
We are strategic risk takers, innovators, and collaborators. We are engineers, scientists, technicians, and administrative professionals. We are an organization with over 1,800 employees working towards advancing knowledge for the benefit of humankind. Fermilab has been at the forefront of Particle Physics for more than 40 years. We and detectors to conduct some of the most advanced particle physics experiments possible. We collect and analyze data from those experiments through some of the most powerful equipment and technology in the world. We conduct this research on a 6,800-acre prairie, 35 miles outside Chicago, a treasure that has been designated a National Environmental Research Park.
Fermilab’ s Workforce Development Resource Section (WDRS) is seeking an Employee and Labor Relations Manager. Under general direction, and consistent with Laboratory policies, Department of Energy Orders, and State and Federal laws, the Workforce Services Manager is responsible for overseeing, developing and implementing programs and providing strategic direction for employee relations and leading labor relations functions. This role manages a team of Human Resources Partners, and also serves as a senior-level Human Resources Business Partner and principal contact for assigned organizations.
- Manage and set direction for the Human Resources Partner role within the HR Partner group.
- Serve as Senior HR Partner fulfilling all human resources actions for assigned areas including hiring, promotions, performance and merit reviews, investigations, disciplinary actions and terminations, as appropriate.
- Provide expertise, consultation, and training to Human Resources Partners on ways to address employee behavior and performance concerns, including assisting on the development and delivery of appropriate feedback or corrective action that aligns with Laboratory values and processes.
- Interpret and apply understanding of Laboratory employment policies and practices to provide advice, guidance, or clarification on employee relations matters. Assist managers and supervisors with understanding and implementing policies related to performance, discipline, and related topics.
- Handle complex employee relations events and investigations escalated by the HR Supervisor or HR Partners. Lead and facilitate the employee relations program and related functions.
- Analyze Employee Relations data, highlight key trends and provide insights that lead to the formulation of recommendations that drive positive employee relations programs and process improvements.
- In partnership with HR Leaders conduct organizational assessments that identify root cause of employee relations issues and provide recommendations to improve employee relations throughout the organization.
- In partnership with organizational leaders contribute to workforce and succession planning and talent reviews.
- Establish & maintain satisfactory labor management relations; formulate & administer the Laboratory’s labor relations policy.
- Manage labor relations activities including negotiation, arbitration, grievance cases, preventive labor strategy & contract interpretation & administration.
- Abide by and be responsible for performing all duties in accordance with all environmental, health and safety regulations and practices pertinent to this position.
- Commitment to inclusion, diversity and equity.
- Other duties as assigned.
We Are Looking For:
- Bachelor’s Degree with a minimum of seven (7) years of Human Resources experience.
- Minimum five (5) years of senior level supervisory experience as an Employee Relations Manager or Human Resources Partner.
- Minimum five (5) years of demonstrated experience with labor relations activities including negotiation, arbitration, grievance cases, and contract interpretation & administration.
- Respect and understanding of the value of individual differences that embody the principles of diversity.
- Current in-depth knowledge and understanding of legal requirements related to human resources and employee management, including union relations, federal and state employment laws and workers’ compensation regulations.
- Expert level applied knowledge of employee relations issues (including performance management), risk management practices, and investigative practices.
- Experience identifying and resolving complex issues while assuming leadership role in ambiguous or unfamiliar situations.
- Demonstrated ability to develop and maintain positive relationships and work collaboratively with multiple stakeholders, including direct reports and Human Resources colleagues, senior leaders, and internal/external counsel to develop and implement sound, balanced, and thorough solutions.
- Demonstrated ability to prioritize workload and to handle multiple tasks while leveraging the capability and capacity of direct reports to meet deadlines.
- High Emotional Intelligence and strong interpersonal skills with a track record of influencing and providing consultative guidance to direct reports, employees, managers and senior leaders regarding complex organizational issues.
- Ability to handle highly sensitive information with absolute confidentiality and professionalism.
- Exceptional analytical skills: comfortable working with large amounts of data, formulating insights, constructing recommendations, and communicating learnings to all levels of the organization.
- Fluid and persuasive technical writing and presentation skills.
- Advanced proficiency with Microsoft Office Suite.
- Intermediate proficiency using WorkDay Human Capital Management System.
Physical Activity and Work Conditions:
- Human Factors: Mental Concentration, Sitting, Standing, Demanding Work Schedule
- Ability to work at a computer for extended periods of time.
Relocation is not available for this position
There is no legal requirement that Fermilab sponsor an employee for U.S. permanent residence. As a result, Fermilab will make the decision to sponsor an employee on a case-by-case basis. Fermilab will consider the following factors, among others, when determining whether to sponsor an employee for U.S. permanent residence: performance, length of service, long-term need for the position, and cost.
Fermilab is an Equal Opportunity Employer.
Underrepresented groups/Women/Disabled/Veterans are encouraged to apply.